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Статті в журналах з теми "Salaire au mérite – Chine"
Bernard, Sophie, Élodie Béthoux, and Élise Penalva Icher. "Tout salaire mérite enquête." Terrains & travaux N°35, no. 2 (2019): 5. http://dx.doi.org/10.3917/tt.035.0005.
Повний текст джерелаTouyer, Roger-M. "Evaluation du mérite personnel et salaire." Relations industrielles 10, no. 4 (February 19, 2014): 255–75. http://dx.doi.org/10.7202/1022670ar.
Повний текст джерелаTroussier, Jean-François. "Relation d'effort et salaire au mérite." Revue française d'économie 8, no. 2 (1993): 133–76. http://dx.doi.org/10.3406/rfeco.1993.931.
Повний текст джерелаCambron-Goulet, Mathilde. "Gratuité et gratification." Éthique en éducation et en formation, no. 5 (October 9, 2018): 21–38. http://dx.doi.org/10.7202/1052441ar.
Повний текст джерелаNicolas, Françoise. "La Chine et les Chinois en Asie du Sud-Est : les dessous d’une relation particulière." Questions internationales 116, no. 6 (January 3, 2023): 45–55. http://dx.doi.org/10.3917/quin.116.0045.
Повний текст джерелаMACDONALD, Andrew W., and Reza HASMATH. "Minorités ethniques en marge et détermination du salaire en Chine." Revue internationale du Travail 158, no. 3 (September 2019): 537–58. http://dx.doi.org/10.1111/ilrf.12133.
Повний текст джерелаGil Antón, Manuel. "Le travail universitaire au Mexique, du salaire au mérite au travail à la tâche ?" Problèmes d'Amérique latine 89, no. 2 (2013): 55. http://dx.doi.org/10.3917/pal.089.0055.
Повний текст джерелаCousineau, Jean-Michel. "La détermination des salaires des policiers municipaux au Québec." Articles 60, no. 2 (February 9, 2009): 186–99. http://dx.doi.org/10.7202/601289ar.
Повний текст джерелаMurard, Numa. "Tout salaire mérite une peine. La contrepartie au principe du traitement administratif et politique de la pauvreté : l’exemple d’un département." Lien social et Politiques, no. 42 (October 2, 2002): 135–42. http://dx.doi.org/10.7202/005195ar.
Повний текст джерелаKONG, Jun. "Déterminants de l'accès à l'emploi et du salaire à la première embauche chez les diplômés du supérieur en Chine." Revue internationale du Travail 156, no. 1 (March 2017): 111–27. http://dx.doi.org/10.1111/ilrf.12047.
Повний текст джерелаДисертації з теми "Salaire au mérite – Chine"
Huang, Yuchen. "Meritocracy and Redistribution." Electronic Thesis or Diss., Paris, EHESS, 2024. http://www.theses.fr/2024EHES0022.
Повний текст джерелаThis PhD dissertation studies the relationship between belief in meritocracy and demand for redistribution with survey and experimental data and with a particular focus on China. Specifically, the dissertation revisits a commonly used assumption in the literature which equates the differences in results due to effort or personal responsibility with fairness and un-redistributability, and those due to circumstances or luck with unfairness and demand for redistribution.In the first chapter I use cross-national survey data to explore whether the assumption of meritocratic preference hold across the world. I found that that such preferences these preferences are mainly, if not only, found in Western, Educated, Industrialised, Rich, and Democratic (WEIRD) countries, especially Anglo-Saxon and Protestant European natiions. A positive correlation between belief in the role of effort in success and demand for redistribution is widespread in countries outside of the western developed world, where the more one believes that effort pays off, the more he or she desires redistribution.The second chapter, co-authored with Yuqian Nora Chen and Zhexun Mo, is a survey experiment with a representative sample of China citizens which shows that the respondents significantly reduces their demand for redistribution when they see examples of people getting rich via non-meritocratic ways that are representative of the market transition period. A subsidiary survey further confirms that the respondents do not understand these examples as signs of personal ability or governmental inefficiency. We conclude that those examples representing the lucky few in the transition process enjoy a high legitimacy among the Chinese respondents for two potential reasons: relative fairness compared to pre-reform politically manufactured inequality and a self-interest motivation for the whole population to justify the gain in the transition process.The third chapter, co-authored with Margot Belguise and Zhexun Mo, discusses one of the potential reasons of such preference, at least in the case of China: a strong status quo conformity. We revisit a recent experimental result by Almås et al. (2021) where the Chinese people appear to not differentiate between merit- and luck-based inequalities. We propose that this phenomenon might be due to the Chinese public’s greater adherence towards the status quo which lead to a seemingly low preference for redistribution both when inequality is due to effort and due to luck. In order to test this hypothesis, we run an incentivized redistribution experiment with elite university students in China and France, by varying the initial split of payoffs between two real-life workers to redistribute from. We show that Chinese respondents consistently and significantly choose more non- redistribution (playing the status quo) across both highly unequal and relatively equal status quo scenarios than our French respondents; and that the Chinese respondents who move away from status quo do differentiate between merit- and luck-based inequalities. Notably, our findings show that Chinese individuals’ conformity to the status quo is particularly pronounced among those from families of working-class and farming backgrounds, while it is conspicuously absent among individuals whose families have closer ties to the private sector
Klarsfeld, Alain. "Décrire et comprendre une instrumentation de rémunération des compétences : une approche en termes de rationalité limitée." Aix-Marseille 3, 2000. http://www.theses.fr/2000AIX3A001.
Повний текст джерелаLardy, Stéphane. "Le concept syndical de salaire, entre logique macro-économique et "régulation" : le cas de l'individualisation." Paris 5, 1999. http://www.theses.fr/1999PA05H048.
Повний текст джерелаChouikhi, Ouassila. "Salaire d'efficience et efficacité des incitations : de l'approche expérimentale de la rente à la théorie comportementale." Grenoble 2, 2002. http://www.theses.fr/2002GRE21015.
Повний текст джерелаPasserone, Thomas. "L'individualisation des rémunérations." Paris 2, 2010. http://www.theses.fr/2010PA020028.
Повний текст джерелаSchmid, Bernard. "L' individualisation des relations de travail en droit français et allemand." Paris 10, 2008. http://www.theses.fr/2008PA100201.
Повний текст джерелаThis dissertation is about how Law, and more specially labor laws, is being transformed in a processus Created. By the "individualizatian" of society and also labor relationships. The question is analyzed for both, French and German Law. The first part is about how titis social change is being reflected by the transformation of the concepts serving to ttleasure the value of work. In France, the main reflect of this change can be analyzed by the mutation of the old concept of "qualification" into a concept looking for the workers' personnel "competences"_ The first term is used to design industrial "skills", deseribing the typical lc?towledge and capacities which are necessary to executc a certain job; there is nearly no nterest for the personal abiJities of the worker. The newer terni of "competences" is merely used to analyze the personal abilities of an Individuel worker, whiclt eau ntake the difference ttetween hint or lier and another worker_ Genzlan Law is not using the saine ternis to descr bé the change affecting the measure of workets' skill. S or abilities. But in an. Alyzi-ttg sonie recent collective agreements bet,veen employers and trade unions, one can show that the resitlts of change are pitrt ally the saine as in France. In a second part, the dissertationn analyzes the wage systertts of soeieties in order to observe the matter how they proceed to an "individualisation" of labour wages. Before, the principal procedures are studied. Afterwards, rite dissertation shows the lim. I. Ts to such a process of "individualisation" in wages policies such as defined by Law and judges: the principats foi-b dding discritttination or requi. Ring equality of treatment
Benraïss, Laïla. "Equité salariale, satisfaction à l'égard de la rémunération et satisfaction au travail." Aix-Marseille 3, 2001. http://www.theses.fr/2001AIX32068.
Повний текст джерелаThe first part develops the conceptual framework by defining the following key concepts : job satisfaction, pay satisfaction and wage equity. In fact, the objective was to cope with the confusion, existing in the literature, between wage equity and pay satisfaction. The implementation of equivalence test provides support for the independence of both constructs. Then, we set up the research model. The second part presents the empirical study integrating construction, validation and confirmation of wage equity, pay satisfaction and job satisfaction measurement scales using SPSS and AMOS. Then, the data collection was made within executives from private and public organizations in France. .
Pereira, Sylvie. "Dans les politiques de rémunération des années 2000, l'intéressement est-il un outil de gestion qui motive et implique les salariés?" Paris 1, 2007. http://www.theses.fr/2007PA010065.
Повний текст джерелаKanga, Félix. "Individualisation des rémunérations et organisation de l'entreprise." Rouen, 1998. http://www.theses.fr/1998ROUEL270.
Повний текст джерелаSince a few years, the universe of the firm is marked by many transformations of his organisation. These organizational changes go with the introduction of new payment practices particulary the individualization payment system. The object of this research is to explain the paralled development, or raher, the relations between individualization and the firm organization. So, we decided to wonder about the choice of the individualization payment system and his consequence on the firm organization, from which an approach in two parts. In the first part, we take an interest in the choice of the individualization : what explains that choice? Our idea is that the answear to this question will allowed us to explain a part of connections between individualization and the firm organization. Theorical and empirical reflection we lead conduct us to reject thesis based on the search of the efficiency to explain the recourse to individualization payment system, and to show that the choice depend to the firm organization, in others terms, its depends to the balance of power inside the organization. The second part concerns the effects of individualization, or more precisely the influence of individualization on the firm organization. To have mastered the effects of the recourse to that form of payment conduct us to reexamine the main theories whom discuss the subject. The analysis of their explanation bring us to note the limits of their explanation : the two consequences they note : performance improvment and individual satisfaction pose many constraints which cannot be satisfied all by the firm adopting individualization. That failure explains our proposition according that the individualization payment system is looking for the alteration of the firm organization. The empirical research we lead, by giving prominence to the organizational changes introduced by the performance and fonctions appraisal, and by the classifications scales, allowed to verify the validity of our hypothesis
Godechot, Olivier. "L’appropriation du profit : politiques des bonus dans l’industrie financière." Paris, CNAM, 2004. http://www.theses.fr/2004CNAM0453.
Повний текст джерелаWe study the distribution of bonuses, i. E. Wage premiums, in French financial industry for the last ten years. Bonuses are both very important and very unequal. In the year 2000 in Paris, some heads of dealing rooms were granted over 10 million euros. Even if bonuses depend on results, they are not optimal incentives: Their setting-up is not related to a lack of “effort”; Their correlations with security prices indicates that bonuses do not use all available information; The higher are the fixed wages, the higher the bonuses. Thus traders and salesmen acquire rents [1st part]. Therefore, to understand the distribution of bonuses, a discretionary procedure, we enter inside financial companies. We detail employees’ feelings of justice, bosses’ plural conceptions of bonus, and the negotiation process [2nd part]. We analyze the debates and the balance of power during the construction of bonus pools [3rd part]. The organization of work is then considered as an allocation of property rights on the company’s assets. These rights are the basis of both a legitimate and effective appropriation of profit. Employees who hold the most important and most detachable assets may at the same time legitimately claim the profit as the fruit of their assets, and obtain it by threatening, as in “holdups”, to redeploy their assets internally or externally [4th part]
Книги з теми "Salaire au mérite – Chine"
1948-, Bredberg Elizabeth, Raham Helen, and Society for the Advancement of Excellence in Education., eds. Beyond the grid: A Canadian look at the terrain of teacher compensation. Kelowna, B.C: Society for the Advancement of Excellence in Education, 2008.
Знайти повний текст джерелаT, Milkovich George, Wigdor Alexandra K, and National Research Council (U.S.). Committee on Performance Appraisal for Merit Pay., eds. Pay for performance: Evaluating performance appraisal and merit pay. Washington, D.C: National Academy Press, 1991.
Знайти повний текст джерелаwith Renae F. Broderick and Anne S. Mavor and National Research Council Committee on Performance Appraisal for Merit Pay. Pay for Performance: Evaluating Performance Appraisal and Merit Pay. National Academies Press, 1991.
Знайти повний текст джерелаЧастини книг з теми "Salaire au mérite – Chine"
"UNIT 10 Tout travail mérite salaire!" In Access French 2, 209. Routledge, 2014. http://dx.doi.org/10.4324/9781315832364-42.
Повний текст джерела